Discord Recruiter Interview Questions
& Process

I applied in March and didn't hear back for a month for an initial chat. The call was more conversational than an interview. Next steps were mentioned, a second round with the hiring manager. But I never heard back from them, even after following up. It would have been nice to get rejected with a template instead of being ghosted. Discord seems like a great place to work, but their recruiting process isn't up to par. I'm sure candidates feel like their time and effort isn't appreciated when they get ghosted.

As someone who's all about candidate experience, I was really impressed with how everything went down. It was pretty standard: first, a chat with a sourcer, then an interview with the hiring manager, and finally, a virtual 'onsite' on Discord. In total, I talked to 8 different people, and every single one was so welcoming and inclusive. It really felt like a company that puts values first and genuinely cares about each other, with a great culture. Big props to the executive leadership for creating such a healthy environment. Still waiting to hear about an offer, but honestly, whoever gets it will be super lucky. You've got a fan and ally here!

I had a nice first chat with the recruiter, and then moved to the second round which was a 1-hour video call and sourcing session with a teammate. They gave me a real job description and observed how I build search strings and my general sourcing approach. After finding potential candidates, I had to explain what I liked about their profiles and why I'd reach out. Then, I had to write an outreach message live, which felt awkward. They also asked what questions I'd ask in a phone interview. The recruiter had me paste my outreach message into the zoom chat for review. It wasn't very collaborative and the interviewer seemed disengaged. I later got a standard rejection email. It was a weird experience, felt like they were trying to mimic a technical screen but it's not a good fit for recruiting. Other places use take-homes or give candidates privacy for sourcing, which is more realistic. For such a great product, the interview process was disappointing. If you ask candidates to do work, provide feedback instead of a canned response. Be considerate of candidate time.